Like hurricanes in Hertfordshire, reinstatement, or reengagement, hardly ever happens as a consequence of a successful employment tribunal claim for unfair dismissal.
The uses and abuses of social media has been a staple of employment tribunal cases for many years.
A recent decision of the Employment Appeal Tribunal (EAT) could be regarded as an early Christmas present by beleaguered HR professionals.
Colleges and schools can face a huge dilemma when grappling with cases of teachers being suspected of possession of indecent images of children.
Workers who are accused of criminal offences are, like everyone else, innocent until proven guilty – but what if keeping them on threatens to cause reputational damage to their employer?
As seasoned HR practitioners are all too aware, a tricky employee relations issue is seldom resolved by leaving it alone for months on end.
Another Court of Appeal case has underlined the dangers of giving one reason for dismissing an employee and then later giving the true reason when defending a claim. In the case of Otshudi v Base Childrenswear the employee had worked for the company for only 3 months when she was dismissed for redundancy.
Protection for whistle-blowers continues to hit the headlines and we’re certainly seeing a significant increase in such cases. There are some significant challenges in dealing with the technical aspects and the potential for large damages awards, even for relatively short-serving employees means that the cases can pose real risk for businesses if not managed effectively.
Joanne Sefton explains what other lawyers won't tell you about reinstatement after tribunal.
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